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ARTIGO_AntecedentsTurnoverFederal.pdf660,39 kBAdobe PDFVisualizar/Abrir
Título: Antecedents of turnover in federal public administration
Autor(es): Ferreira, Pedro Cavalcanti G.
Neiva, Elaine Rabelo
Assunto: Rotatividade de pessoal
Valores
Serviço público - administração de pessoal
Expectativas
Servidores públicos
Data de publicação: 2018
Editora: Universidade de São Paulo
Referência: FERREIRA, Pedro Cavalcanti G.; NEIVA, Elaine Rabelo. Antecedents of turnover in federal public administration. RAUSP Management Journal, São Paulo, v. 53, n. 3, p. 366-384, set. 2018. DOI: http://dx.doi.org/10.1108/rausp-04-2018-008. Disponível em: <http://www.scielo.br/scielo.php?script=sci_arttext&pid=S2531-04882018000300366&lng=en&nrm=iso>. access on 21 Jan. 2019.
Abstract: Purpose Understanding the reasons that lead civil servants to abandon their offices is an important step towards qualifying personnel management in the Federal Administration. The purpose of this study is to present an initial approach to the subject and to investigate variables that favor or reduce the turnover intention among civil servants in the Federal Executive Branch. Design/methodology/approach To fulfill the objective stated, the study resorted to variables of values, expectations and affective commitment to the organization. Variables were tested in a model of structural equations capable of verifying if these are antecedent or not of the turnover intention levels in a sample comprising 228 civil servants. Findings The validation of a model of structural equations unveiled a statistically relevant relation of dependence among values, expectations and the affective commitment to the organization. Moreover, engagement proved to be a mediator of the relation between the other variables and the turnover intention. Originality/value The work contributed to literature by presenting evidence that low expectations among civil servants bring low affective commitment which, in turn, leads to higher willingness to quit organizations. On the other hand, the same model showed that self-transcendent values, typical to the public career (serve the public), prevail among civil servants and positively impact commitment. This scenario shows that in people management all these elements of values and expectations must be worked on to reduce the number of civil servants that quit the government every year, as well as the high costs associated with quitting.
Licença: This article is published under the Creative Commons Attribution (CC BY 4.0) licence. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this licence may be seen at http://creativecommons.org/licences/by/4.0/legalcode.
DOI: http://dx.doi.org/10.1108/rausp-04-2018-008
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